EYFS Welfare & CR6/7
23: Dealing with Racial Harassment
Our club is committed to promoting tolerance and fairness towards all members of
staff, students, volunteers, children and parents/carers. We fully and wholeheartedly
adhere to both the spirit and detail of both the Race Relations Act 1976 and the
Race Relations (Amendment) Act 2000, which outlaw discrimination against anyone
on grounds of race, colour, nationality or ethnicity.
The club accepts its duty to try to eliminate discrimination and to promote equality of opportunity and good race
relations. All staff and children at the club are entitled to an environment free from harassment and discrimination,
as outlined in the Equal Opportunities policy
Preventing Racial Harassment and Discrimination
Proactive steps can be taken to prevent racial harassment and discrimination, and the club believes that this is
more effective than tackling a situation once it has already occurred. Therefore, alongside the procedures
outlined later in this policy to deal with incidents of racial harassment and discrimination, the club will:
• Ensure that all children are valued, irrespective of their race, colour, nationality or ethnicity.
• Encourage individuals to treat each other with respect, regardless of their race, colour, nationality or
ethnicity.
• Acknowledge the existence of racism in society and take steps to promote harmonious race relations
in our community.
• Promote good relations between different ethnic groups and cultures within the Club and in the wider
community.
• Ensure that different cultural and religious needs are met, understood and communicated to all
individuals involved in the club.
Examples of Racial Harassment and Discrimination
Racial harassment and discrimination can manifest itself in a variety of ways, some overt and others much less
so. Some examples of unacceptable behaviour include:
• The use of patronising words or actions towards an individual for racial reasons – including name
calling, insults and racial jokes.
• Threats made against a person or group of people because of their race, colour, nationality or
ethnicity.
• Racist graffiti or any other written insults or the distribution of racist literature.
• Physical assault or abuse against a person or group of people because of their race, colour, nationality
or ethnicity.
All staff and children should be encouraged to take responsibility for promoting racial tolerance and for protecting
each other from racial harassment and discrimination by reporting any suspected incident to the manager or
another responsible person.
The Club as an Employer
As an employer, the club is committed to ensuring that the workforce reflects the multicultural community that it
serves. To this end, the club will:
• Advertise job vacancies in a variety of media sources and outlets and in a variety of places.
• Ensure that the club’s human resource procedures prohibit racial discrimination and harassment, and
investigate any concerns when this is suspected of failing.
• Investigate any allegation of racial discrimination or harassment according to the provisions of the Staff
Disciplinary Procedures and Behaviour Management policies.
• Collect and monitor information about the ethnic background of the staff team and children.
Addressing Racial Harassment and Discrimination
If a member of staff or a child becomes aware of an incident of racial harassment or discrimination occurring at
the club, they will be encouraged to report the incident to the manager or other senior member of staff.
Any allegation made against a member of staff or a child will be investigated thoroughly. The individual
concerned will be told that such behaviour will not be tolerated at the club, and that steps will have to be taken to
ensure that it does not happen again.
Each incident will be fully investigated and details will be recorded in a separate section of the Incident Record
Book.
In the case of children, incidents will be reported to their parent/carer and a course of action agreed upon to
resolve the situation, in accordance with the provisions of the Behaviour Management policy. However, if a
solution cannot be found, then the club may have to inform the child – and their parent/carer – that they are no
longer able to attend sessions at the club, in accordance with the Suspensions and Exclusions policy.
In the case of staff, provisions within the Staff Disciplinary & Grievance Procedures policy will be activated and a
record of the incident will be kept and made available to statutory authorities if appropriate.
The manager is responsible for ensuring that all incidents are handled both professionally and sensitively. All
incidents will be kept confidential, with initials being used in the place of names in the Incident Record book. In
cases where the manager is involved in an allegation, the Registered Person will handle the incident, or nominate
a senior member of staff in their place.
In all cases, continued racial harassment or discrimination from any individual will result in exclusion from the
club, where all other efforts have failed to provide a satisfactorily resolution.
Our Equalities Named Person is Jenny Osborne.
Updated…………………………………………
Review Date…………………………………….
Signed by Jenny Osborne – Manager…………………………………………………………………